A strong relationship with our clients is one of the main reasons that VidCruiter has become a leading video interviewing provider. We constantly strive to improve our platform based on the unique needs and challenges of our client. We understand the value of feedback and appreciate any input our clients offer to their Dedicated Account Manager. Recently, one of our client’s users shared the following message that captured the type of relationship our team strives to build with every VidCruiter client:

I manage recruitment for our school network. Our five schools share an application and an applicant pool, and I manage all the communication and collaboration. But our five principals make their own hiring decisions. As such, I have two groups of folks to keep happy — candidates and principals.

For the most part, candidates report VidCruiter is easy to use. There are of course issues with platforms and software every now and then, but these are a minority of cases, and customer support is so excellent that I don’t feel these cases are a detriment to our hiring goals. Every case is solved expediently. I especially appreciate that customer support will call my candidates directly, so the responsibility for solving the issue is on VidCruiter and not my candidates or me. In this arena, Remi deserves praise. When I call for help, he almost always answers the phone, and when he doesn’t, I get a return call promptly. He’s always courteous and clear, even when my questions belie human error or lack of understanding on my part.

Principals love VidCruiter, specifically the video interview and the references. 1. Video interview — Last year, our initial screen was a phone screen conducted by me. I would share my notes and ratings with our five principals for them to decide whether they wanted to use their limited and precious time to schedule a phone interview. This year, we use the VidCruiter video interview in place of the initial phone screen. My principal’s report that they feel much more confident moving forward to phone interviews based on the video interview. They also report that there have been far fewer “dud” phone interviews this year than last year, meaning the video interview has provided far more useful information than our phone screens last year. 2. References — Last year, one of the principals would call each reference, take notes, and share written notes with the other principals. This year, all 5 principals can read each reference’s words directly. The potency of the references is greatly augmented. Also, I’m able to ensure that all references have been collected by a certain date/time, so we’re able to make hiring decisions much more quickly than before, when we had to wait to catch references on the phone.

One last note: I appreciate the constant improvement on the product side. Improvements made this year to the video interview recording interface have made it far more intuitive for candidates to use. I haven’t use the app version yet, but I’m eager to try it over the summer, as I expect it will eliminate the platform/software issues some of my candidates experienced on computers this year. When the video sample lesson upload wasn’t working reliably, your product team worked very rapidly to ensure videos could be uploaded more rapidly in a wider variety of formats. Also, you’ve built a lot of internal checks that alert your customer service team to uploading errors and such. That’s allowed your customer service team to reach out to candidates before I even knew there was a problem. That’s the epitome of strong service and technology that makes my work more efficient.

In a nutshell, now that we’ve used VidCruiter for a year, I can’t imagine working without it in the future.